HRIS is a system that manages human resource information to simplify work and enhance organizational performance with minimal investment. It began as a way to computerize manual HR systems and has evolved into feature-rich tools that integrate many HR functions and allow professionals to do more. Effective implementation of an HRIS requires an evaluation of organizational needs, collating data with other systems, converting existing data, and ensuring active participation from HR managers and the project team. When implemented correctly, HRIS can provide strategic focus, better recruitment and benefits administration, cost control, and compliance management while being cost-effective.
HRIS is a system that manages human resource information to simplify work and enhance organizational performance with minimal investment. It began as a way to computerize manual HR systems and has evolved into feature-rich tools that integrate many HR functions and allow professionals to do more. Effective implementation of an HRIS requires an evaluation of organizational needs, collating data with other systems, converting existing data, and ensuring active participation from HR managers and the project team. When implemented correctly, HRIS can provide strategic focus, better recruitment and benefits administration, cost control, and compliance management while being cost-effective.
HRIS is a system that manages human resource information to simplify work and enhance organizational performance with minimal investment. It began as a way to computerize manual HR systems and has evolved into feature-rich tools that integrate many HR functions and allow professionals to do more. Effective implementation of an HRIS requires an evaluation of organizational needs, collating data with other systems, converting existing data, and ensuring active participation from HR managers and the project team. When implemented correctly, HRIS can provide strategic focus, better recruitment and benefits administration, cost control, and compliance management while being cost-effective.
In this age of technological advancement access to knowledge and
information has become easy. Right information at the right time with correct usage and applicability ensures success. Business complexities and the nature of todays economic activities necessitate the supply of right information. Traditionally, HR has been considered an unavoidable expense and not as an investment. HRIS Human Resource Information System (HRIS) is an information pool that caters to the regular necessities of employees. The objective of HRIS is to develop and manage the information necessary for the functioning of HR besides simplifying work. With HRIS, organizations can enhance their performance with minimal investment. It can also be used as a tool that anticipates and calculates the costs incurred and those that can be averted.
Human resource information systems (HRIS) have increasingly transformed
since it was first introduced at General Electric in the 1950s. HRIS has gone from a basic process to convert manual information keeping systems into computerized systems, to the HRIS systems that are used today. Human resource professionals began to see the possibility of new applications for the computer. The idea was to integrate many of the different human resource functions. The result was the third generation of the computerized HRIS, a feature-rich, broadbased, self-contained HRIS. The third generation took systems far beyond being mere data repositories and created tools with which human resource professionals could do much more (Byars, 2004). HRIS Prerequisites:
Evaluation is fundamental to HRIS. It provides a clear picture of the working
pattern and requirements of various departments of the organization. The process highlights the space in organization. Implementing HRIS:
Construct the required HRIS
Collating and linking data with other systems Conversion of data An effective project team is crucial for implementing a HRIS. HR managers participation and active involvement are imperative for effective and efficient implementation of the system.
The impact:
HRIS brings about significant changes in an organizations outlook. The
advantages: Strategic focus Effective tool for recruitment and selection Control on employee benefits Collating of compliance efforts Cost effective HRIS TOOLS:
Recruitment and selection:
Employee Benefits Empower-The tool TRAINING AND DEVELOPMENT Managing Compensation: Compliance HEALTH, SAFETY, AND SECURITY Payroll Return On Investment (ROI):